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Pharm Management Essentials > Topic 4 > Flashcards

Topic 4 Flashcards

1
Q

What is Herzberg’s 2-Factor Theory?

A

That job satisfaction and job dissatisfaction are not two end points of the same continuum, but are on two separate and different continua

There is a strong correlation between satisfaction and performance

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2
Q

What Concept did Herzberg use for his theory? What was this technique?

A

Critical incident technique; it invited the accountants and engineers to talk about a time when they felt exceptionally good about their job, and also a time when they felt exceptionally bad about their job

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3
Q

What were the results of Herzberg’s 2 Factor Theory?

A

The results indicated that one group of factors was causing job satisfaction (motivators) and another group of factors was causing job dissatisfaction (hygienes)

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4
Q

Herzberg’s 2 Factor Theory: What do Intrinsic Factors relate to?

A

Job Satisfaction

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5
Q

Herzberg’s 2 Factor Theory: What do Extrinsic Factors relate to?

A

Job Dissatisfaction

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6
Q

Herzberg’s 2 Factor Theory: What are Hygiene Factors?

A

Factors e.g. company policy, supervision, salary - that when adequate in a job, placate workers - people are less dissatisfied

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7
Q

Why does Herzberg’s 2 Factor Theory appeal to employers? In other words, what are the advantages?

A
  • Simple
  • Empirical
  • Easy to implement
  • Money not motivator
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8
Q

What are the disadvantages of Herzberg’s 2 Factor Theory?

A
  • Critical incidence technique (undercooks recent events, tendency to attribute good things to their own behaviour and blame company for bad things happening)
  • Research
  • Distinction between satisfiers and dissatisfies
  • Vague measurement
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9
Q

How does job design contribute to motivation?

A

By changing things in the workplace, this can impact people’s motivation

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10
Q

What are some important factors in job design?

A
  • Work simplification (model: Taylorism)
  • Job rotation (moving people around)
  • Job enlargement, enrichment
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11
Q

What is a Job Characteristics Model?

A

Identifies five job characteristics and their relationship to personal and work outcomes

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12
Q

What are the 5 Job Characteristics within the Job Characteristics Model?

A
  • Skill variety
  • Task identity
  • Task significance
  • Autonomy
  • Feedback
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13
Q

Job Characteristics Model: Define Skill Variety

A

The degree to which the job requires a variety of different activities

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14
Q

Job Characteristics Model: Define Task Identity

A

The degree to which the job requires completion of a whole and identifiable piece of work

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15
Q

Job Characteristics Model: Define Task Significance

A

The degree to which the job has a substantial impact on the lives or work of other people

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16
Q

Job Characteristics Model: Define Autonomy

A

The degree to which the job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out

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17
Q

Job Characteristics Model: Define Feedback

A

The degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his or her performance

18
Q

Job Characteristics Model: How is a Motivating Potential Score calculated?

A

(skill variety + task identity + task significance)/3 * autonomy * feedback

19
Q

Job Characteristics Model: Who doesn’t a Motivating Potential Score suit?

A

Doesn’t suit people with external locus of control as it impacts autonomy

20
Q

Job Characteristics Model: What are the steps for applying the job characteristics model?

A
  1. Diagnose the work environment to determine if a performance problem is due to low motivation and de-motivating job characteristics
  2. Determine whether job redesign is appropriate for a given group of employees
  3. Determine how to best redesign the job
  4. Not for everyone
21
Q

Job Characteristics Model: What is Intrinsic Motivation?

A

Being driven by positive feelings associated with doing well on a task or job

22
Q

Job Characteristics Model: What is Extrinsic Motivation?

A

Motivation caused by the desire to attain specific outcomes

23
Q

Who created and what are the types of the Behaviour Modification/Reinforcement/Learning Theory?

A
  • Pavlov: Classic conditioning
  • Thorndike: Law of effect
  • Skinner: Operant conditioning
24
Q

Types of the Behaviour Modification/Reinforcement/Learning Theory: Briefly describe Pavlov’s Classic Conditioning theory

A

Any stimulus an organism can perceive, is capable of eliciting any reaction the organism is capable of making

25
Q

Types of the Behaviour Modification/Reinforcement/Learning Theory: Briefly describe Thorndike’s Law of effect

A

If you do something that feels good, you tend to do it again and vice versa

26
Q

Types of the Behaviour Modification/Reinforcement/Learning Theory: Briefly describe Skinner’s Operant conditioning

A
  • Skinner took into account Pavlov’s theory and Thorndike’s theory and combined them
27
Q

What is Operant Conditioning?

A
  • People learn to perform behaviours that lead to desired consequences and learn not to perform behaviours that lead to undesired consequences
  • Linking specific behaviours to the attainment of specific outcomes can motivate high performance and prevent behaviours that detract from organizational effectiveness
28
Q

Briefly list the factors within the Operant Conditioning Model

A
  • Skinner box
  • Stimulus (antecedent): S or A
  • Response (behaviour): R or B
  • Consequence: C
29
Q

Operant Conditioning Model: List Contingency Consequences/Operant Conditioning Tools

A
  • Positive reinforcement
  • Negative reinforcement
  • Punishment
  • Extinction
30
Q

Operant Conditioning Model: Contingency Consequences/Operant Conditioning Tools - What is Positive Reinforcement?

A
  • Getting desired outcomes for performing needed work behaviours
31
Q

Operant Conditioning Model: Contingency Consequences/Operant Conditioning Tools - What is Negative Reinforcement?

A
  • Eliminating undesired outcomes once the desired behaviour occurs
32
Q

Operant Conditioning Model: Contingency Consequences/Operant Conditioning Tools - What is Punishment?

A
  • Administering an undesired/negative consequence to immediately stop a dysfunctional behaviour
33
Q

Operant Conditioning Model: Contingency Consequences/Operant Conditioning Tools - What is Extinction?

A
  • Curtailing the performance of a dysfunctional behaviour by eliminating whatever is reinforcing it
34
Q

Schedules of Reinforcement: What is Continuous Reinforcement?

A
  • A desired behaviour is reinforced each time it is demonstrated
35
Q

Schedules of Reinforcement: What is Intermittent Reinforcement?
List the different types

A
  • A desired behaviour is reinforced often enough to make the behaviour worth repeating but not every time it is demonstrated
  • Fixed-interval
  • Variable-interval
  • Fixed-ratio
  • Variable-ratio
36
Q

Schedules of Reinforcement: Intermittent Reinforcement: Describe Fixed-interval Schedule

A
  • Rewards are spaced at uniform time intervals
37
Q

Schedules of Reinforcement: Intermittent Reinforcement: Describe Variable-interval Schedule

A
  • Rewards are distributed at random times; reinforcements are unpredictable based on time
38
Q

Schedules of Reinforcement: Intermittent Reinforcement: Describe Fixed-ratio Schedule

A
  • Rewards are initiated after a fixed or constant number of responses e.g. 20 rx’s
39
Q

Schedules of Reinforcement: Intermittent Reinforcement: Describe Variable-ratio Schedule

A
  • Rewards are varied relative to the behaviour of the individual
40
Q

Schedules of Reinforcement: What leads to better outcomes, variable or fixed schedules?

A

Variable schedules lead to higher performance

41
Q

Behaviour Modification: What is the OB Mod?

A

The application of reinforcement concepts to individuals in the work setting

42
Q

Behaviour Modification: Briefly list steps to the Problem-Solving Model

A
  • Identify critical behaviours
  • Develop baseline data
  • Identify behavioural consequences
  • Apply intervention
  • Evaluate performance improvement

Pharm Management Essentials (7 decks)

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